Managing Long-Term Leave of Absence Chief Executive Office Risk Management Return To Work Unit

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<ul><li> Slide 1 </li> <li> Managing Long-Term Leave of Absence Chief Executive Office Risk Management Return To Work Unit </li> <li> Slide 2 </li> <li> Managing Long-Term Leave of Absence Employees on Long-Term Leave of Absence are those on approved leave beyond 6 months. At the direction of the Board of Supervisors, County departments are to identify the number of employees on long-term leave of absence and whether their leaves are being actively managed. Non-approved leaves and job abandonment can be addressed by established performance management procedures. </li> <li> Slide 3 </li> <li> Managing Long-Term Leave of Absence Under the Americans with Disabilities Act (ADA) and Californias, Fair Employment and Housing Act (FEHA), employers must engage in a prompt interactive process to explore reasonable accommodation of a known disability. This is an express requirement under FEHA. Failure to show prompt interactive process is the most common violation, and is easily ascertainable by investigating enforcement agencies (EEOC for ADA; DFEH for FEHA). </li> <li> Slide 4 </li> <li> Managing Long-Term Leave of Absence Disability may be known through an employee request, inquiry, or otherwise available information. Interactive process meeting (IPM) must be a continuing process. Employer must continue to consider requests or information submitted by employee. Interactive Process Meeting (IPM) is a Conversation between Employer and Employee: it must be flexible, timely, and in good faith. </li> <li> Slide 5 </li> <li> Employer must consider all information provided but does not have to offer the exact accommodation requested so long as some reasonable accommodation is offered. If an employee can no longer perform the essential functions of his/her former position, departments have an obligation in the interactive process to consider transferring an employee to an alternative assignment or vacant position. For transfer, employee must meet minimum qualifications for new position; need not be the most qualified. Managing Long-Term Leave of Absence </li> <li> Slide 6 </li> <li> 1. When feasible, return employees to suitable positions consistent with their knowledge, skills, and abilities, taking into considerations work restrictions, if any, in their own department 2. If no position in their department is suitable, the department may submit a request to the Countys Department of Human Resources (DHR) Long-Term Leave Management Unit, to explore the Interdepartmental Placement of Employees using the Policies, Procedures, and Guidelines (PPG 621). 3. Identify and separate employees in the LACERA Contributory Retirement plan A-D 4. Identify and separate employees transferring from Plan E to D in the LACERA Retirement membership. 5. Identify and separate employees in the LACERA Non-Contributory Retirement plan E. (Medical Release) 6. Identify and separate employees on Non-approved leave and explore the use of Civil Service Rule 16.02 and 16.04. Consider the following steps when reviewing the report of employees on leave for establishing a plan of action: </li> <li> Slide 7 </li> <li> Managing Long-Term Leave of Absence LACERA Contributory Plan A-D members Civil Service Rule 9.07 and 9.08 and 9.08 (c) {Medical Release} Long-Term Disability approval for Medicare, based on Social Security Disability criteria for Total Disability. California Government Code section (CGC) 31721 LACERA Retirement Board notice that application has been suspended and decision cannot be made on the retirement application because the employee refused to cooperate as required, in the retirement process. CGC section 31725, part of the County Employees Retirement Law of 1937, provides in part, Permanent incapacity for the performance of duty shall in all cases be determined by the Board of Retirement. </li> <li> Slide 8 </li> <li> Managing Long-Term Leave of Absence Members Transferring from Plan E to D LACERA Retirement Board notice that application is denied due to a determination of ineligible criteria of the following: Service Connected Disability (work related), however employee is disabled Non-Service Connected Disability (not work related after a minimum of 5 years employment), however, employee is disabled Unsuccessful Transfer from Plan E to D. Eligible after completion of 2 continuous years of active service Or Earn 5 years of retirement service credit under retirement Plan D Effective January 1, 2011 Post Assembly Bill (AB) 1902. cont </li> <li> Slide 9 </li> <li> Managing Long-Term Leave of Absence LACERA Non-Contributory Plan E members Civil Service Rule 9.07 and 9.08 and 9.08 (c) {Medical Release} Long-Term Disability approval for Medicare, based on Social Security Disability criteria for Total Disability. Any Occupation: For Industrial and Non-Industrial (injuries/illness) cont </li> <li> Slide 10 </li> <li> Managing Long-Term Leave of Absence (All LACERA Retirement Plan members) RELEASING AN EMPLOYEE FOR NON-MEDICAL REASONS (RELEASE FOR CAUSE THROUGH SKELLY PROCESS) Civil Service Rules: 16.02: Leaves of absence without pay: When such leave is longer than 12 months, it must be approved by the director of personnel. 16.04: Expiration or termination of leaves of absence: The appointing power may terminate any leave of absence by written notice to the employee concerned whenever the conditions or reasons justifying the leave no longer exists. Employee may appeal the departments decision by providing supporting documents to substantiate the continued need for leave </li> <li> Slide 11 </li> <li> QUESTIONS??? </li> </ul>

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